Establishing Effective Mentoring Activities
You’re likely familiar with SMART goals, the tried and true way many people learn to develop goals. And while SMART goals have their place and serve a purpose, SMART goals actually guide the setting of objectives, not goals. To establish developmental goals, we need REAL goals.
The REAL acronym stands for Relevant, Experimental, Aspirational, and Learning-based.
- Relevant – indicate why it is important and worthwhile.
- Experimental – imply development activity that will lead to greater insight.
- Aspirational – identify an area of desired development.
- Learning-based – express outcomes that are focused on gaining capability.
When it comes to personal or professional development, REAL goals provide a clear criterion against which activity can be planned and progress can be assessed. For example, a REAL goal may be that you want to “Become more effective at developing others.” When you apply the REAL principles, you would state that: “I want to improve my ability to identify and bring the best out in those who report to me. I want to understand and guide others into greater personal effectiveness by prioritizing developmental goal setting and dialogue.”
Because REAL goals focus on development (rather than objectives), these goals are best applied in conjunction with a mentor, coach, or advisor. The development conversation that occurs as a result of REAL goals provides the fuel you will need to apply, assess, and adjust your goals.
With this in mind, here are some considerations for putting REAL goals into action.
Set short feedback cycles.
REAL goals need to be assessed and discussed routinely, or you risk losing the generative power that comes from new learning experiences. It is better to have discussions right away after an action was taken toward a goal so that the details are fresh in everyone’s mind. Because of this, it is preferable to plan a small action that can easily be taken, and then discuss the experience within a few days.
Test your assumptions.
REAL goals will challenge the ways that you are used to seeing and reacting to things. Because REAL goals focus on personal and professional development (rather than just project outcomes), they can help you gain a deeper understanding of yourself and give you a way to progress in your development. In fact, when learning new behaviors or skills, it is common to face uncertainty and experience unexpected results. Both uncertainty and surprise speak to areas of unexplored understanding, which actually provides a wonderful opportunity for you to dive into. Discussing your assumptions with your mentor, coach, or advisor can lead to a breakthrough in thought and action.
You will be able to achieve amazing results by using REAL goals as a focal point for your professional development. If you happen to be a manager of others, work to help them understand the principles behind REAL goals and commit to applying this model to activities and conversations you have for developmental purposes. If you are an individual learner, talk to your mentor, coach, or advisor about REAL goals and ways you can start using them in your development conversations.
We have helped hundreds of organizations accomplish their mentoring goals over the years, and we’d love to help you too. Contact us to discuss your mentoring needs. Our experts are always here to help. Because at MentorcliQ, we believe you can do more with mentoring.